The NA HR for Leadership team supports the full talent lifecycle of our NA Accenture Leaders, including Headcount and Payroll Planning/Forecasting, Performance Achievement, Promotions to and within MD Levels, SMD appointments, Compensation, Planning for Success, and various other Leader specific policies and activities. The NA HR for Leadership Data and Analytics Lead Associate Manager will provide data analytics and insights to support the execution of leadership processes and activities in line with NA Market specific business strategy and talent objectives.

　　Partner with HR for Leadership Advisors to bring together the right data, analytics, and insights for decision making in the context of the specific business and process supported.

　　Be a SME in processes, reports, tools, and nuances of leader data with the ability to pull out insights and shape/tell a story at a level of detail appropriate for a senior level audience.

　　Drive solutions and identify opportunities for standardization and automation, balancing need for differentiation by business and at the market level where needed.

　　Actively participate in opportunities to provide input and feedback to the Centers of Expertise or other process owners concerning the design of global tools, reports, and metrics to meet the needs of the Market.

　　Lead Role Only: Oversee a team of 4 additional roles providing data and analytics support for the MUs and Market Wide Services.

　　Type of Work Examples – Including but not limited to:

　　Headcount and Payroll Planning Modeling/Tracking/Forecasting - both in and out of the formal planning process.

　　Use assumptions to model and drive insights that will inform Market decisions on prioritization, budget allocation, etc. Monitor forecast against actuals to inform risk areas, e.g. at aggregate level departures in process are not aligned with commitment agreed, high volume of departures slipping quarters, high volume of direct hires coming into pipeline.PA and Promotion Process Support – both in and out of the formal PA/Promotion process.

　　Ensure team is aware and work-planning for timeline/activities. Proactive thinking with team and interlock with CoE to assess whether standard tools from CoE will align to Market needs and expected analysis/insights for the Market/Market-wide/MU teams.

　　Create/refresh/maintain pipeline file, follow ups for missing/incorrect data, maintain analytics tools, validate results in PA, provide summary analysis around goals, data support for announcements and coordination of recognition gifts.

　　Total Rewards

　　Assist with validating proper flow of information/decisions from PA process into Total Rewards process, i.e. promotions and other talent outcome flags are accurate, assist with TL/GL hierarchy to ensure roles/visibility is accurate before comp tool go live. Assist with comp statement validation and QA’s.

　　Talent Reviews, SMD Appointments and SMD Performance

　　These activities occur outside of any standard tools. Support needed to pull information together from various sources that will be used to create materials, support the review and discussions leading up to the review. Identify gaps and provide solution to collect information outside of standard tools. Refresh/maintain templates or files provided by CoE. Establish change process/audit tracking of changes given all SMD processes happen outside of PA.

　　Leadership Appointments/DCAL Rotations

　　Support needed to track incumbents, rotations, candidates, and approvals. Establish audit tracking of changes given all happens outside of any standard tools.

　　Succession/HiPo

　　Support Needed to consolidate and refresh information in support of leadership discussions and provide insights related to strategic goals.

　　Misc Data Support for Leader Process and Policies

　　Could include ad hoc tasks like:

　　Identifying departures to remove from recognition activities

　　Serving as a central point of contact for the team to pull employee agreements

　　Maintain centralized ‘reference’ or team site of resources that benefit the HR for Leadership advisor team and HR Partners

　　Must have:

　　Skilled in Excel (Intermediate to Advanced) – able to accurately consolidate and validate complex data, use most common formulas/functions, create complex pivot tables/graphs/charts, etc. Ability to create custom macros and automation a huge plus!

　　Skilled in PowerPoint (Intermediate to Advanced) – able to create visually interesting and well-organized presentations

　　Excellent communication (written and oral) and able to summarize information appropriate for a senior leadership audience

　　Excellent coaching, interpersonal, and relationship building skills

　　Excellent organizational and time-management skills

　　Strong attention to detail

　　Innovative, creative mindset focused on efficient process operations and continuous process improvement

　　Resourcefulness/ability to network and research to find answers and solve for complex issues

　　Agility and flexibility to thrive in a fast-paced, dynamic environment

　　Ability to set expectations and negotiate deliverables and deadlines with stakeholders

　　#LI-LATAM